Our commitment to our employees

In line with our drive to set the energy standard, we strive to build a well-trained, motivated workforce through a focus on four key areas:

  1. Occupational health and safety 
  2. Skills development
  3. Career development
  4. Diversity and equal opportunity

1. Occupational health and safety

Ensuring the health and safety of our employees and subcontractors

Health and safety is a key priority in pursuing our sustainable development commitments. It involves significantly reducing the number of workplace accidents. Dalkia’s health and safety policy is designed to achieve four key goals:

We aim to ensure the health and safety of all employees and partners. This is an area in which we have achieved lasting improvements over the past few years.

Key figures: lost-time accident frequency rate

6.5

Dalkia's lost-time accident frequency rate was 6.5 in 2016.

Safety targets for 2018 include:

2. Skills development

Supporting business development by improving the skills of employees

Helping employees improve their skills is a mainstay of our training policy.

We have a wide range of resources to evaluate skills, including annual appraisals and skills assessments. A new skills management tool for individuals and groups (INFINITY) is also now being introduced to ensure more effective training management through courses that are better geared to specific needs.

Training is an essential part of human resources. We have our own training centre (Campus Dalkia), which provides in-house training and work-study programmes specialising in professions related to energy services, many of which lead to vocational qualifications.

Other measures to support skills development include schemes to accrue training credit and recognise prior learning. 

Key figures: training

78%

78% of Dalkia employees took part in at least one training programme in 2016.

3. Career development

Supporting development by providing promotion and mobility opportunities throughout employees' careers

Mobility gives all employees a real opportunity to hone their skills and increase their employability. It is also important to the company because it encourages people to share their experience and expertise and compare working practices.
This helps people achieve their goals while enhancing the performance of the company by making it more competitive.
Mobility can be "functional", leading to a change of position of sector; it can also be "geographic", involving a move to a new business unit or place of work. We offer a range of support systems to help employees adapt to such changes.
The annual appraisal provides the perfect opportunity for employees to discuss their career plan with their supervisor, talk about career-development goals, take stock of experience gained and skills acquired, and compare these assets with the needs of the company.

Key figures: career development

1026

1026 employees benefited from career development opportunities in 2016.

4. Diversity and equal opportunity

Making diversity and equal opportunity a reality

We pledge to combat discrimination and respect differences. Dalkia has been committed to promoting diversity for a number of years and first received the French Diversity Label in July 2011. The accreditation was renewed for another four years in April 2015.

Our diversity policy focuses on four key areas:

 

We firmly believe it is talent, motivation, capability and drive that make all the difference. Dalkia is a multicultural company that embraces diversity as a source of strength.

Key figures: diversity

23%

23% of management positions were held by women in 2016.

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